The problem of IT talent shortage has plagued the IT industry. 

There never appear to be enough competent individuals to fill all available roles, and competition for top talent is tough. According to a Gartner poll performed in November and December 2022, 86% of CIOs indicated increased competition for competent employees, while 73% were concerned about IT talent loss. It’s as if all of the qualified IT applicants have vanished, leaving us with only tumbleweeds and old resumes floating in the wind. Most firms turn to IT staffing services providers to fill in the talent gap.

So, how can you win while also finding the appropriate asset for your team? Here are some pointers to assist you in dealing with this perilous terrain and emerge successful.

1. Take the initiative in your IT recruitment efforts.

Don’t just stand there like a deer caught in the headlights. Take the initiative in your recruitment endeavors! Get out there and look for IT unicorns. According to Forbes, businesses must take a “360-degree approach” to recruiting. This includes using social media to locate fresh talent, attending conferences for networking, and collaborating with local schools and institutions.

Consider giving referral bonuses to current workers to encourage them to suggest others who might be interested. The idea is to reach a broader pool of people and acquire top talent before your competitors recruit them.

 2. Provide competitive pay and benefits packages.

Candidates love it when employers provide competitive pay and perks. You must provide competitive wage and benefits packages to attract the best and brightest talent. According to The Register, 70% of IT managers feel that competitive pay is critical in attracting and keeping top personnel. This includes paying your staff a fair wage and providing benefits such as flexible work hours, remote work choices, and significant vacation time. Remember that it’s not just about the income – employees want to feel respected and appreciated, and a fantastic benefits package may help them feel that way.

3. Spend money on training and development initiatives.

Invest in IT education and training because no one desires to work in a dead-end career. As reported by LinkedIn, 94% of personnel would stay with a firm for a longer period if it contributed to their professional growth. Candidates want to work for a firm invested in its development and growth. This includes chances for learning, hands-on training, and maybe some fancy mentorship programs. If they desire to continue their studies, offer to pay for it. It’s similar to being a parent, except without the screams and diaper changes.

4. Consider contract or contract-to-hire employees.

Hiring contract or contract-to-hire employees can be an excellent way to solve temporary skills gaps without committing to a long-term employment arrangement. According to a Forbes survey, firms are progressively turning to contract freelancers to meet their IT skills demands promptly and affordably. There are firms who help with staffing needs for IT support solutions companies. You also eliminate all the tedious paperwork that comes with a regular hire. Contract employees are similar to freelancers in the business sector, only they don’t get to work from a beach in Bali. And contract-to-hire personnel are similar to dating apps in the workplace in that you may test them out before agreeing to a long-term commitment.